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Blog – WorkCare

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  • Celebrating Occupational Health Nurses: The Unsung Heroes of Workplace Wellness

    Celebrating Occupational Health Nurses: The Unsung Heroes of Workplace Wellness

    It’s Occupational Health Nurses Week, April 6-12, a time for us to recognize the nurses who work tirelessly to protect and promote the health, safety, and well-being of workers.  

    We particularly want to take this opportunity to honor the contributions of WorkCare’s 240+ nurses. You’ll find them on-site at client workplaces, providing care guidance to employees via our 24/7 telehealth program, and performing essential functions such as program administration, client account oversight, clinical quality assurance, case management, absence and leave management, and wellness education. 

    WorkCare employs occupational health nurses (OHNs), registered nurses (RNs), nurse specialists, licensed practical nurses, licensed vocational nurses, nurse case managers, and nurse practitioners.  

    “Our on-site nurses are the backbone of workplace wellness, providing immediate care, reducing injuries, ensuring regulatory compliance, and fostering a culture of health that enhances both employee well-being and business productivity,” said Allison Khosroshahin, senior vice president for WorkCare’s on-site operations. 

    “We rely on the expertise of our telehealth nurses to ensure that employees with work-related injuries or illnesses receive the best possible care at onset,” said Justin Gauser, senior vice president, occupational health solutions at WorkCare. “Their guidance helps relieve an employee’s anxiety about recovery and provides supervisors with the information they need to make sound job placement decisions.” 

    Educational Standards 

    According to the American Association of Occupational Health Nurses (AAOHN), OHN Week marks the founding of the American Association of Industrial Nurses on April 12, 1942, by 300 nurses from 16 states. That organization became the AAOHN, which helps nurses and allied professionals achieve their educational goals and supports them throughout their careers. 

    Nurses must pass an exam to obtain a license to practice in the state(s) where they work. An associate or bachelor’s degree in nursing is required to become an OHN. Nurse practitioners must have a bachelor’s degree in nursing, complete a focused graduate master’s or doctoral nursing program, and pass a national board-certification exam.  

    The American Board for Occupational Health Nurses is the only U.S. provider of exams to become a Certified Occupational Health Nurse (COHN), Certified Occupational Health Nurse – Specialist (COHN-S), or to receive a related case manager designation. To qualify to take the COHN exam, an applicant must have a current RN license or an international equivalent and proof of 3,000 hours of occupational health work experience earned during the past five years.   

    Nurses who practice in occupational health settings often have experience in emergency medicine, urgent care, public health, medical specialties such as orthopedics, or family practice. Nurses may obtain a master’s degree in nursing with a focus on occupational, public, or environmental health, or they may seek a doctoral degree to attain an academic, research, or senior leadership position.  

    The Nurse’s Role 

    Nurses and nurse practitioners who specialize in occupational health often work behind the scenes. Consequently, they may not be visible to the general public. They collaborate with physicians, physician assistants, and medical technicians, human resources directors, risk managers, insurers and claims administrators, and environment, health, and safety professionals.  

    They may be the only nurse at a manufacturing plant or part of an on-site clinic team. In some settings, such as hospitals and academic institutions, they are a go-to resource for internal employee health. Some OHNs are employed in occupational health programs or clinics, where they routinely encounter employees from all types of industries, or they respond to calls to telehealth or telemedicine contact centers.  

    At WorkCare, nursing responsibilities include but are not limited to: 

    • Evaluating work-related symptoms and providing guidance for first aid or medical treatment 
    • Managing workers’ compensation cases with the goal of functional recovery 
    • Monitoring requests for leave, managing absence, and facilitating return to work 
    • Coaching and educating employees on measures for optimal health and well-being 
    • Ensuring that all medical exam components are completed and adverse findings are addressed 
    • Advising employers on industry-specific legal and regulatory compliance issues 
    • Identifying workplace health hazards and recommending mitigation measures 
    • Implementing population health management strategies and tracking outcomes 
    • Participating in disaster planning and first response in the event of an emergency 

    Nurses make critical contributions on a daily basis to protect and promote employee health and contribute to a healthy bottom line for businesses.

    “It’s an honor to work beside such knowledgeable, compassionate, and talented professionals,” said Kathleen Wilhelmsen, RN, BSN, CCM, COHN-S, vice president of on-site clinic operations at WorkCare. “Their dedication and commitment to best practices and continuous improvement is impressive. They make a difference in the health and well-being of employees every day.”

    We are proud to have them on our team. Contact us to learn more about WorkCare or, if you’re interested in becoming part of the WorkCare team, check out the latest posting on our Careers site. 

  • Uncovering Hidden Costs of Work-related MSDs

    Uncovering Hidden Costs of Work-related MSDs

    This is the first post in a series on workplace musculoskeletal disorders, their costs, and how to prevent and manage them.

    Musculoskeletal disorders (MSDs) are responsible for over 1 million workplace injuries annually in the U.S., costing employers an estimated $20 billion in workers’ compensation claims, according to the U.S. Bureau of Labor Statistics (BLS).  

    The National Institute for Occupational Safety and Health (NIOSH) has estimated that costs associated with work-related MSDs range from $13 billion to $54 billion annually. The direct cost of an MSD-related injury can range from $15,000 to $85,000 per case. Indirect costs (such as lost productivity and retraining) can double or triple this amount, according to government data. 

    MSDs have hidden costs that can far exceed medical care and insurance expenditures. Without preventive measures and early interventions to help relieve discomfort, improve mobility, and promote recovery, MSDs often result in productivity lapses that can be difficult for employers to measure in terms of monetary loss. 

    The potential for costly consequences occurs every time an employee experiences a strain, sprain, or other physical discomfort. In some cases, MSDs are acute injuries that may be caused by a vehicle accident, slip, trip or fall, or awkward movement while handling materials or tools. Other contributing factors may include repetition, advanced age, or underlying medical conditions. 

    MSDs Come in Different Forms 

    The BLS tracks and reports work-related injuries and illnesses on an annual basis. Due to their prevalence, the BLS has developed tables that cover a specific range of musculoskeletal disorders. These include

    • Pinched nerves and numbness 
    • Dislocations 
    • Hernias 
    • Strains, sprains, and tears 
    • Connective tissue disorders 
    • Carpal tunnel syndrome  

     The most commonly reported MSDs are sprains, strains, or tears associated with “overexertion.” (Refer to this interactive National Safety Council Injury Facts chart for details.) According to BLS data published in November 2024, MSDs in U.S. private industries during 2021-22 led to: 

    • 502,380 days away from work with an incident rate of 25.3 per 10,000 employees 
    • 473,700 days of restricted work activity or job transfer with an incident rate of 23.8 per 10,000 employees 
    • 14 median days off work and 20 days of restricted work or job transfer. 

    Sprains, strains, and tears accounted for 342,489 lost workdays and 359,000 restricted or job transfer days. Only injuries involving trauma to bones, nerves, or the spinal cord resulted in more lost time. 

    Hidden Costs Add Up 

    Hidden costs quickly accrue when injured workers are absent, assigned to temporarily modified jobs, or are at work but not fully engaged or productive (referred to as presenteeism). In some cases, replacement workers may have a higher-than-average risk for injury because they are not conditioned for the job, are expected to work overtime, or are not fully trained.  

    The Occupational Safety and Health Administration’s (OSHA) Safety Pays online calculator can be used to estimate the impact of MSDs on an organization’s profitability. Using a 3 percent profit margin as a factor in this example: 

    • The indirect cost of a work-related strain due to productivity loss and personnel reallocation is estimated at $35,225.  
    • Direct costs, such as medical treatment and workers’ compensation insurance coverage, are estimated at $32,023.  
    • A company would have to increase its sales by more than $1.1 million to cover indirect costs and $2.2 million to cover total costs for a single sprain.

    OSHA also estimates that workers’ compensation medical costs for MSDs range from $30,000 to $80,000 per case. Additionally, research from the Society for Human Resource Management (SHRM) indicates that injury-related absences lead to an average 36.6% drop in productivity, costing businesses approximately $3,600 per hourly worker each year due to absenteeism. 

    The average cost to replace an absent worker with a newly hired employee is around $4,700, though some employers estimate the total cost to be three to four times the position’s salary, Edie Goldberg, founder of the talent management and development firm E.L. Goldberg & Associates, told SHRM in 2022. An employer seeking to fill a position that pays $60,000 may spend $180,000 or more to fill the role. 

    Meanwhile, other studies show that presenteeism (working while in pain or with limited function) can reduce productivity by 20 to 40 percent per affected worker, and the estimated cost of presenteeism for an employee with chronic pain from an MSD can range from $3,000 to $10,000 per year in lost productivity. 

    Some costs are truly hidden because no one knows for sure how many cases of work-related physical discomfort are not reported. The authors of a newly published American Journal of Public Health article on OSHA Injury Data: An Opportunity for Improving Work Injury Prevention estimate it is a significant number. Reasons for under-reporting vary. For instance, employers may feel pressured to reduce OSHA-recordable case rates to avoid fines and improve safety records. Injured employees may fear repercussions if they report an injury to their supervisor, or they may have an “I’ll just tough it out attitude” when early intervention would be in their best interest. 

    Prevention is Key 

    To help contain costs, many companies are investing in ergonomic interventions, workplace wellness programs, and injury prevention strategies to mitigate the financial burden of MSDs. Employers who prioritize MSD prevention report declines in rates of injuries and related costs and improved workforce well-being and morale.  

    Discover how WorkCare can help protect your workforce and your bottom line. Contact us for a consultation.  

    Join our April webinar to learn how one global power company client implemented a groundbreaking Total Employee Health program designed to prevent musculoskeletal disorders (MSDs) and improve workplace wellness.

  • WorkCare Applies Post-Pandemic Lessons

    WorkCare Applies Post-Pandemic Lessons

    Five years ago today, after more than 118,000 COVID-19 cases in 114 countries and 4,291 related deaths were reported, the World Health Organization declared a pandemic. According to a Centers for Disease Control and Prevention timeline, the first case of 2019 novel coronavirus in the U.S. was confirmed with a lab test less than two months earlier, on Jan. 20, 2020. 

    At that time, WorkCare’s occupational health professionals were poised for action. We put other initiatives on hold and redirected resources as part of our mission to protect and promote employee health. It was both a challenging and rewarding time for our team. 

    We rapidly deployed providers to check employees’ temperatures before entering the workplace and negotiated with global companies to obtain diagnostic tests when they became available. We obtained specimens from “essential workers” and created strategies to support on-site and remote operations and help sustain productivity.  

    When vaccines were developed, we created opportunities for employees to easily get their shots. For the duration of the pandemic, we sponsored weekly webinars featuring WorkCare occupational health physicians with updates on evolving developments, including the latest research on personal protection and industrial hygiene, viral variants, vaccine efficacy, and ways to manage the physical and mental health consequences of social isolation. 

    Fast Forward to Today 

    At the start of the pandemic, some members of the public were hesitant to use virtual care options. However, with the COVID-19 shutdown, people were discouraged from visiting a local hospital, clinic, or their doctor’s office unless it was clinically necessary. Online telehealth and telemedicine encounters soon became the best way to “see” a provider in a timely manner.  

    In a COVID-19 Telehealth Impact Study, the MITRE Corporation and Mayor Clinic reported on trends using a dataset of over 2 billion healthcare claims covering more than 50 percent of private insurance activity in the U.S. from January 2019 to December 2020. The study also included results from a July-August 2020 provider survey and a November 2020-February 2021 patient survey. The results confirmed rapid and widespread adoption of telehealth applications. Among the findings: 

    • Providers and patients expressed high levels of satisfaction with telehealth applications 
    • 75 percent of providers indicated that telehealth enabled them to provide quality care 
    • 84 percent of patients agreed that the quality of their telehealth visit was good 

    These and other findings validated what we already knew based on WorkCare’s years of experience providing Incident Intervention, our telehealth triage program for work-related injuries, illnesses, and physical discomfort at onset. With a simple phone call to our telehealth triage team, an employee receives an immediate evaluation of symptoms and care guidance from an occupational health nurse. In some cases, the employees may consult with a WorkCare occupational physician and/or an injury prevention specialist with training in sports medicine and ergonomics.  

    When care guidance beyond first aid is needed or an employee requests a visit with a local medical provider, we can offer a telemedicine visit with a WorkCare doctor as an alternative to an off-site clinic visit for further diagnosis and treatment in certain jurisdictions. Not surprisingly, employee receptivity to these options has become even greater after experiencing the convenience of telehealth options for personal and family care during the pandemic.  

    At WorkCare, we continue to leverage valuable post-pandemic lessons across our enterprise – from scheduling required respiratory protection exams for covered employees with qualified local providers, to providing on-site clinic staffing and health promotion programs, to conducting virtual ergonomic consultations with employees who work remotely to help reduce musculoskeletal injury risk. We’ve got it covered. 

  • Webinar Recap: Complying with OSHA Recording and Reporting Rules 

    Webinar Recap: Complying with OSHA Recording and Reporting Rules 

    During a Feb. 8, 2025, webinar hosted by WorkCare, a WorkCare occupational health physician and two attorneys with Ogletree Deakins, a leading employment law firm, provided expert guidance to help employers comply with OSHA Criteria for Recording and Reporting of Occupational Injuries and Illnesses. Their primary message: Be meticulous about recordkeeping and prompt about reporting. At the same time, take steps to prevent work-related injuries and illnesses and proactively manage cases for optimal workplace health outcomes and safety performance.  

    The webinar panelists: 

    • WorkCare Associate Medical Director Isabel Pereira, D.O., M.P.H., M.S.A., a board-certified occupational medicine physician and clinical lead for WorkCare’s telehealth (Incident Intervention) and telemedicine (TeleMD) services. 
    • Kevin Bland, an attorney with 25 years of experience in workplace health and safety, including federal Occupational Safety and Health Administration (OSHA) and state plan regulatory compliance.  
    • Mike Clarkson, an attorney whose expertise includes federal OSHA compliance, workplace drug testing rules and regulations, and employer representation in employment-related lawsuits 

    Recordkeeping Refresher 

    According to attorneys Bland and Clarkson, compliance assurance starts with an understanding of the differences between first aid (not recordable) and medical treatment (recordable) and knowing when a recordable case must be reported OSHA. (Refer to standard sections in 1904.7(b)(5) for OSHA’s definitions of medical treatment and first aid.)  

    To comply with federal OSHA regulations, covered employers should accurately record employees’ work-related injuries and illnesses when they occur and immediately report those that meet certain criteria as part of their comprehensive employee health and safety programs. A pattern of failure to record or report is a red flag for OSHA inspectors and can result in substantial fines, especially for willful or repeated violations.  

    The attorneys said the best legal defense is to immediately record all incidents that require medical treatment and report serious injuries or fatalities as soon as they occur rather than wait for details to emerge and then report them to authorities. In states with their own enforcement agencies, employers are advised to review recording and reporting criteria because they may be more stringent than those enforced by federal OSHA.  

    However, even with the risk of OSHA citations, some employers hesitate to record cases because they may affect the modification rates used to establish workers’ compensation insurance premiums. Similar to insurance rates that increase due to multiple accidents or traffic tickets, the more cases that are recorded, the greater the liability risk, the higher the insurance cost. Consequently, there may be pressure applied to keep an injury at the first-aid level when medical treatment is warranted. 

    What is Recordable? 

    OSHA-recordable incidents are events or exposures that occur in the work environment that are found to cause or contribute to an injury of illness, or that significantly aggravate an existing medical condition. Work-relatedness is presumed unless an exception applies. (Refer to 1904.5(b)(2)).  

    By comparison, when a workers’ compensation claim is filed, work-relatedness is not an automatic presumption. Medical records and an expert medical opinion may be needed to help determine “causation” – whether an injury or illness arose out of and during the employee’s course of employment – for a covered employee to receive benefits.   

    “If you’re going to say it’s not work-related, make sure you’ve got a well-documented, supported rationale,” Clarkson advised.  

    Federal OSHA recordkeeping regulations apply to employers with at least 10 employees (with limited exceptions) in most industries. Covered employers must complete the following OSHA forms: 

    • 300: Log of work-related injuries and illnesses​ 
    • 301: Incident report for each recordable case​ 
    • 300A: Annual summary of work-related injuries and illnesses  

    Form 300A requirements apply to designated industries with at least 250 employees at any time during the previous calendar year and workplaces with 20 to 249 employees that are classified as high-hazard industries, such as agriculture, construction, manufacturing, and utilities. The deadline for employers to electronically submit form 300A for 2024 to OSHA is March 2, 2025. Since Jan. 1, 2024, establishments with 100 or more employees in designated high-hazard industries are also required to electronically submit forms 300 and 301 as part of agency efforts to make reporting more efficient and transparent. (Refer to OSHA’s Injury Tracking Application.) 

    In addition to medical treatment beyond first aid, the following are recordable: 

    • Fatalities 
    • Injury or illness that results in loss of consciousness, days away from work, restricted work, or transfer to another job. 
    • Any work-related diagnosed case of cancer, chronic irreversible disease, fractured or cracked bones or teeth, and punctured eardrums. 

    There are special recording criteria for work-related cases involving needlesticks and sharps injuries, medical removal, hearing loss, and tuberculosis 

    What is Reportable? 

    These criteria apply to incidents that must be reported to OSHA with a phone call or via its online portal within a specific timeframe: 

    • Any fatality within eight hours of occurrence 
    • Any fatality that occurs within 30 days of the initial incident 
    • Severe injuries (hospitalization, amputation, or loss of eye) within 24 hours (excludes observation or diagnostic testing) 

    When Questions Arise 

    The webinar panelists noted that while recording and reporting criteria are relatively straightforward, confounding factors often add complexity. They encouraged attendees to record an incident if they are in doubt because you’re better off having the documentation than not. Questions about specific situations may require additional guidance from medical, regulatory, and legal experts to help ensure OSHA compliance. Teams should be trained to ask for guidance when in doubt. 

    When First Aid is Appropriate 

    Based on WorkCare’s decades of experience assessing and managing work-related injuries at onset, Dr. Pereira said the most commonly occurring work-related conditions, such as sprains and strains, minor burns, shallow cuts, and skin rashes, can be safely managed with first aid and care guidance from a WorkCare occupational health provider. This approach allows employees to safely self-administer non-recordable, OSHA-approved remedies such as ice and over-the-counter medications that allow them to safely remain at work during recovery, in turn reducing recordable case rates, workers’ compensation claims, and related costs. 

    WorkCare’s 24/7 telehealth triage team helps employers and employees manage work-related injuries by maximizing first-aid options and preventing unnecessary clinical visits, as clinically appropriate,” she said. “Many of our cases are managed at the OSHA first-aid level by our occupational nursing team, and when appropriate or if a patient requests it, the employee can consult with a WorkCare occupational medicine physician. 

    For many employees, just talking with an occupational physician can be very reassuring with regard to self-care or first aid, and of course our nurses always follow up with the employee. Our physicians also reach out through peer-to-peer conversations with the treating provider when an employee visits a local clinic.” The peer consultation may touch on issues such as feasible return-to-work pathways, specific functional work restrictions (not just “light duty”), and work-relatedness determinations. 

    “With peer-to-peer conversations, we can help reduce lost workdays by ensuring appropriateness of care and work restrictions or avoiding work restrictions altogether if they are not necessary. We really do believe in providing the right care, at the right time, in the right setting,” said Dr. Pereira, who described situations in which early diagnosis and treatment averted serious health consequences. 

    Avoiding Common Mistakes 

    Before wrapping up the webinar, the panelists were asked for tips to help employers avoid recording and reporting pitfalls. Here are some of their suggestions: 

    1. There isn’t time to fix logs when an OSHA inspector is at the door. Designate a captain to be responsible for OSHA log accuracy and thoroughness. The captain should also track and update the status of recorded cases as they evolve so the company can report them to OSHA, as necessary.  
    2. For multiple sites, have someone in a central office conduct OSHA recordkeeping and reporting audits to help identify injury trends and ensure compliance across the enterprise. When doing audits or holding recordkeeping inspection weeks, consider doing them under attorney-client privilege to keep sensitive information private and not subject to disclosure in the event of a lawsuit. 
    3. Understand medical restrictions and modified duty recommendations, some of which depend on authoritative medical guidance and may or may not be recordable.  
    4. Do not conflate OSHA-recordability with workers’ compensation compensability. They are related, but they are not the same thing. 
    5. Interview injured employees and witnesses. Their observations may help identify the cause of an injury and reduce recordable injury rates. When a close-call decision is made that a recorded case is not work-related, write a memo to explain why the determination was made. This may help prevent OSHA inspector from issuing a costly willful citation. It is legal to remove a recorded case from the log when there is evidence to confirm it is not related to work. 
    6. Encourage employees to immediately report incidents (without fear of retribution). The sooner an injury is reported, the sooner it can be triaged and managed. Make reporting simple. Do not have programs or offer incentives that discourage reporting, such as rewards for complying with zero-accident policies.  
    7. Be prepared to provide evidence to OSHA that the company has a safety culture, such as new-hire training programs, toolbox talks, efforts to engage employees in healthy and safe work practices, and disciplinary actions for unsafe behaviors. 
    8. Pay attention to first aid and medical treatment nuances. For example, there are differences between a non-prescription and prescription dose of an over-the-counter medication; methods used to close lacerations (e.g., Steri-Strips versus stitches); preventive vaccinations and medication injections; and the use of ace wraps, knee sleeves, neoprene, or wrist supports (first aid) as opposed to outdated rigid or hinge braces (recordable). Referrals to chiropractors or physical therapists are both recordable.  
    9. When completing the OSHA log, be specific about the cause of an injury, for example, do not simply say an employee broke her wrist when she slipped and fell; describe how and where the incident occurred. 
    10. Retain providers who with training in occupational medicine to assess wounds, musculoskeletal complaints, and illnesses and help triage employees appropriately. The right level of care is the best care. 

    Finally, the panelists encouraged employers to remember that maintaining OSHA logs is not just a recordkeeping task. Information on the logs can be used to spot trends, introduce solutions to reduce accidents, injuries, illnesses, and fatalities, and as a tool to avoid OSHA citations and other problems down the road. Recordkeeping and reporting are essential aspects of safe and healthy workplaces. 

    Watch the webinar recording on-demand to learn more and read the Q+A from the session here to get answers to questions raised during and after the event. Reach out to WorkCare if you’d like more information on our services. 

  • Q+A from “Navigating OSHA Recordkeeping: Understanding the Differences Between Reportable and Recordable Incidents” Webinar

    Q+A from “Navigating OSHA Recordkeeping: Understanding the Differences Between Reportable and Recordable Incidents” Webinar

    The WorkCare team recently hosted a well-attended, informational webinar with our friends from Ogletree Deakins to discuss all things related to OSHA recordkeeping. In this session, our experts provided valuable insights into OSHA compliance and best practices for effective workplace health and safety recordkeeping. 

    Key Takeaways: 

    • Clarifying Recordable vs. Reportable Incidents – We explored the fundamental differences between OSHA recordable and reportable incidents, outlining when and how each must be documented. 
    • Real-Life Scenarios & Best Practices – Attendees engaged in discussions around complex workplace incidents, learning how to accurately determine reportability and recordability while avoiding common pitfalls. 
    • Ensuring Compliance Through Accurate Documentation – We reviewed OSHA’s recordkeeping requirements, emphasizing the importance of precise documentation to mitigate risks and ensure regulatory compliance. 

    As a follow-up to the webinar, we’ve provided answers to questions raised during and after the session. We hope you’ll find these useful.  

    If you missed the webinar, we invite you to watch it on-demand in its entirety at your leisure. 

    Webinar Q+A: 

    Do athletic trainers (ATs) have a large presence in the workers’ compensation field? Should providers be referring to physical therapists or ATs for care after an injury? 

    The use of athletic trainers continues to gain popularity in the U.S. as a proactive, cost-effective way to prevent and manage workers’ compensation cases. WorkCare’s Industrial Athlete Program team includes certified athletic trainers who are Injury Prevention Specialists focused on managing work-related musculoskeletal cases at a first-aid level. While physical therapy may be classified as a recordable treatment, first-aid level care is not recordable. However, referral to an AT or PT may be recordable under certain circumstances. OSHA states: “If an employee exhibits symptoms of a work-related injury or illness, the recommendation to conduct exercise/stretching, either at work or at home, to treat a work-related injury or illness makes the case recordable regardless of the professional status of the person making the recommendation.” 

    Can you clarify the recordability of vehicle incidents and injuries that occur while an employee is driving for work? 

    Recordability depends on the circumstances of the incident. If an employee is operating a company vehicle while performing work duties, such as traveling between job sites, a motor vehicle accident (MVA) would likely be considered work-related. However, if the employee is commuting to or from work in a company vehicle they are permitted to keep at home, the situation becomes less clear. Additionally, state workers’ compensation laws may impact the determination, so it’s important to review specific regulations when assessing recordability. 

    If an employee reports an injury but there is no identifiable event that caused it, is the employer required to assume it is work-related? If there is no evidence of an incident outside the workplace, does it still need to be recorded as work-related? 

    Before recording the injury, a medical evaluation should be conducted to assess work-relatedness. If there is no clear mechanism of injury, work-relatedness may be in question. In occupational medicine, this scenario is a red flag; further investigation may be needed. A thorough clinician will evaluate the employee’s job duties, discuss any activities outside of work, and compare clinical findings to determine whether the injury should be classified as work-related. See Compliance Reference. 

    If an employee independently purchases and uses a rigid splint without a healthcare provider’s recommendation, does this make the injury recordable? 

    For OSHA recordkeeping purposes, rigid splints that immobilize body parts are classified as medical treatment beyond first aid. However, OSHA generally does not consider self-treatment or self-medication by an employee to constitute medical treatment. For an injury to be recordable, the treatment must be directed by the employer or a healthcare professional. To avoid any misinterpretation, employers should refrain from providing wrist braces or similar devices. Additionally, when triaging employees, it’s important not to inadvertently condone the use of a rigid brace, as this could be misconstrued as a medical recommendation. 

    What does it mean to be “in the work environment as a member of the public?” Would traveling on a commercial flight for work fall under this category? 

    If an employee is on a required work trip and sustains an injury, such as straining their back while lifting their luggage into the overhead bin, the injury would likely be considered work-related because the employee is traveling for work, not for personal reasons.  This scenario does not fall under OSHA’s exception for injuries occurring “as a member of the public.”

    However, if an employee is engaging in personal activities within the workplace, such as playing basketball in the company gym outside of an official team-building exercise, they would be considered “in the work environment as a member of the public,” meaning any injury incurred may not be considered work-related. 

    What happens when a workers’ compensation review determines an incident is not work related? 

    If a review concludes that an incident is not work-related, it should simply be removed from the OSHA log, and no further action is required

    Why is a laceration resulting in a tetanus vaccine not considered recordable but an animal bite resulting in a rabies vaccine or a tick bite resulting in a prophylactic antibiotic are considered recordable? 

    OSHA considers tetanus vaccines as a preventive measure intended to reduce the risk of infection rather than to treat an existing condition. In contrast, treatment following an animal bite —such as immunoglobulin therapy and a rabies vaccine —is considered medical treatment due to the potential severity of rabies. Similarly, any prescription medication, such as antibiotics given after a tick bite, qualifies as medical treatment, making it recordable. However, if a veterinarian is required to receive a rabies vaccine as a preventive measure before potential exposure, it is not recordable. 

    If an employee calls 911 for himself and the ambulance takes him to the hospital as a precaution, do we need to report? 

    It depends on the reason for the hospital visit. If the employee is being transported due to a work-related injury, such as a crushed hand, reporting may be required. However, if the visit is for a personal medical condition, such as chest pain related to pre-existing heart disease and not caused by a workplace incident, reporting is generally not necessary. 

    Would it be a recordable incident in this scenario involving a “minor” injury? An employee bumps a knee but feels fine and continues working without reporting it to their supervisor. The employee develops knee pain, seeks treatment days later, and is put on restricted duty or given time off from work.

    Many injuries may seem minor at first but can worsen over time. For example, shoveling snow may not feel problematic in the moment, but stiffness and pain can increase overnight as the body cools down and rests. Employees are encouraged to report incidents, even those that seem minor, as soon as possible to ensure appropriate care. While a hospital visit may not always be necessary, and since emergency rooms often place employees on work restrictions automatically seeking treatment at a local clinic might be more appropriate in some cases. It would be considered recordable if the employee is officially taken off work due to the injury.

    Additional General OSHA Recordkeeping Q+A 

    How does OSHA classify mental health conditions, such as work-related stress or post-traumatic stress disorder (PTSD) in recordkeeping requirements?

    Context: OSHA typically requires recording of physical injuries and illnesses, but work-related mental health conditions can be recordable under certain circumstances. 

    Compliance Reference: According to 29 CFR 1904.5, an illness is recordable if it is work-related, results in days away from work, restricted duty, or medical treatment beyond first aid. However, mental illnesses, including PTSD, must be diagnosed by a licensed healthcare professional and determined to be work-related for OSHA recordability. 

    Example: If an employee is diagnosed with PTSD after witnessing a workplace fatality and a physician attributes it to the event, it could be recordable. 

     

    If an employee suffers an injury at a company-sponsored event like a team-building activity or tradeshow, is it considered recordable?

    Context: Work-sponsored events blur the line between work-related and non-work-related activities. 

    Compliance Reference: Per 29 CFR 1904.5(b)(2)(iii), an injury occurring during a company-sponsored social or recreational event is not work-related if the employee is there voluntarily and not performing work-related duties. 

    Example: If an employee sprains an ankle while voluntarily playing in a company softball game, it is not recordable. However, if they are required to participate, or the injury occurs during a work presentation at the event, it could be recordable. 

     

    Are injuries sustained during an employee’s break, lunch, or while commuting on company property recordable? 

    Context: Employees often get injured while walking to their cars, using company break areas, or commuting on work property. 

    Compliance Reference: If an injury occurs in a company-controlled break area or cafeteria, it is recordable (1904.5(b)(1)). If an injury occurs in the company parking lot while commuting to or from work, it is not recordable (1904.5(b)(2)(vii)). 

    Example: If an employee slips on ice inside the building’s break room, it is recordable. If they slip in the parking lot on their way to work, it is not recordable. 

     

    How should near-miss incidents be documented? Do they ever factor into OSHA recordkeeping requirements?

    Context: Near misses are not recordable but are essential to address for safety reasons. 

    Compliance Reference: OSHA does not require near-miss reporting under 29 CFR 1904, but 29 CFR 1910.119(h)(6), but it encourages documenting and investigating near-misses. 

    Example: When a worker nearly falls from scaffolding it is not recordable but should be documented for hazard mitigation. 

     

    If an employee experiences a delayed onset injury (e.g., back pain weeks after lifting a heavy object), when does the OSHA recordability clock start?

    Context: Some injuries don’t immediately show symptoms. 

    Compliance Reference: Per 1904.5(b)(3), the injury becomes recordable when a licensed medical professional diagnoses it as work-related and results in treatment beyond first aid, restricted work, or lost time. 

    Example: An employee who lifts heavy boxes and reports back pain a week later is recordable only if medical treatment beyond first aid or lost work time occurs. 

     

    How do recordkeeping rules apply to temporary workers or contractors? Who is responsible for maintaining their records, the host employer or staffing agency?

    Context: Responsibility depends on who directly supervises the worker. 

    Compliance Reference: Per OSHA’s Temporary Worker Initiative (TWI), the host employer is responsible for recordkeeping if they control the worker’s day-to-day activities (29 CFR 1904.31). 

    Example: If a temp worker under an employer’s supervision gets injured, the employer must record it, not the staffing agency. 

     

    Are adverse reactions to flu shots or other vaccinations provided at work covered under OSHA’s recordkeeping requirements? 

    Context: Employees sometimes experience reactions to employer-provided flu shots. 

    Compliance Reference: Per 1904.5(b)(2)(iii), an adverse reaction to a voluntary flu shot is not recordable, but if the vaccine is mandatory, it is recordable. 

    Example: If an employer requires flu shots and an employee suffers an allergic reaction requiring medical treatment, it must be recorded. 

     

    If an injured worker seeks medical care but later declines treatment, is the incident still recordable?

    Context: Employees sometimes refuse treatment for personal reasons. 

    Compliance Reference: Per 1904.7, if a healthcare provider recommends medical treatment beyond first aid, work restrictions, or lost time, the case is recordable—even if the worker refuses treatment. 

    Example: Declining care does not change whether a case is reportable or recordable. Obviously, without care the employee will not receive a prescription, restrictions, or medical treatment. For example, if an employee has an incident for which they initially seek medical care, then decides to forego a clinic visit but instead goes to a pharmacy and gets a rigid brace, that’s still recordable. In another example, if an employee loses consciousness buts feel fine afterward, it’s still recordable.
     

    How should safety managers document workplace violence incidents, including those involving third parties or customers?

    Context: Workplace violence is a growing safety concern. 

    Compliance Reference: Per OSHA’s General Duty Clause (Section 5(a)(1)), employers must provide a safe workplace. Under 29 CFR 1904.5, injuries caused by workplace violence must be recorded if they meet general recording criteria (e.g., medical treatment beyond first aid). 

    Example: If a customer assaults an employee, leading to hospitalization, this must be recorded. 

     

    Does OSHA consider injuries caused by an employee’s pre-existing medical condition (e.g., seizure, heart attack) recordable if it occurs in the workplace?

    Context: Some medical events happen at work but are unrelated to work. 

    Compliance Reference: Per 1904.5(b)(2)(ii), an injury or illness is not recordable if it results solely from a pre-existing condition and is not aggravated by work. 

    Example: If an employee has a heart attack at their desk with no workplace-related cause, it is not recordable. If a pre-existing condition is aggravated by work (e.g., asthma triggered by workplace fumes), it is recordable. 

    Wrap-up: 

    Maintaining accurate OSHA records is critical for workplace safety and compliance. If missed the webinar, you can view it on-demand. If you have additional questions or need further guidance, our experts are here to help. 

    Stay tuned for future sessions where we’ll dive into other occupational health and safety best practice topics! 

  • WorkCare Results Affirm Pledge to Prevent Musculoskeletal Disorders

    WorkCare Results Affirm Pledge to Prevent Musculoskeletal Disorders

    The National Safety Council (NSC) and its MSD Solutions Lab recently released results from organizations that have pledged to reduce musculoskeletal disorders (MSDs). Work-related sprains, strains, and similar preventable disorders are a common cause of discomfort that can lead to lost work time and disability.

    WorkCare and more than 200 other organizations took the NSC’s initial pledge to reduce MSD exposure risk and injuries by 25 percent by 2025. A follow-up campaign (MSD Pledge 2.0) calls on organizations to continue their injury prevention efforts while building workplace cultures that value safety and engage in innovation and collaboration.

    Findings from 52 organizations were reported in the NSC’s 2022-2023 MSD Solutions Index. For the 2023-2024 index, 44 organizations completed a survey to report results. (Download both reports here.) According to key findings, organizations with favorable index scores track leading indicators and:

    • Incorporate environmental, organizational, individual, and other human factors in work processes
    • Consider ergonomics in purchasing decisions
    • Consistently provide appropriate ergonomic tools and equipment
    • Ask employees for suggestions about safe work practices and take steps to implement them

    WorkCare Gets Results

    WorkCare is dedicated to supporting its clients and their employees from hire to retire. We provide injury prevention and healthcare guidance in person at the workplace and virtually via our 24/7 telehealth triage program.

    In addition to taking the MSD prevention pledge, WorkCare’s injury prevention subject matter experts engage with the MSD Solutions Lab Advisory Council. One of our goals is to provide safety professionals with occupational health insights to create innovative and collaborative pathways for total employee health solutions.

    WorkCare’s Industrial Injury Prevention Specialists have training and experience in sports medicine, MSD prevention and management, ergonomics, first aid, and health education. In 2024, they provided more than 79,000 on-site occupational and non-occupational injury prevention and management encounters in group and individual settings at selected client locations.

    Among total encounters, 76 percent were preventive in nature. Services included ergonomic assessments, health and movement coaching, and wellness education to help employees build their physical and mental health resilience – on and off the job. Reactive services for physical discomfort included first aid and guidance on preventive maintenance.

    Our 2024 results show that the timely management of MSDs produces favorable health and business outcomes. Among more than 5,600 musculoskeletal discomfort cases, we found that:

    • There was an average of one prevention specialist visit per case
    • 95 percent of cases seen by a prevention specialist closed within 14 days
    • 84 percent of cases remained at the non-recordable, OSHA first-aid/self-care level
    • Nearly nine out of 10 employees remained at work during recovery

    Check out our website to learn about all the ways WorkCare deploys its medical expertise and best-in-class services in support of MSD pledge goals.

  • Wildfire Health Effects and Precautions

    Wildfire Health Effects and Precautions

    The January 2025 wildfires in the Los Angeles area have significant physical and mental health implications for residents, including respiratory complaints, potential exposure to toxins during cleanup, and long-term mental health concerns. These conditions underscore the importance of comprehensive occupational and public health responses during and after such disasters.

    The intense Los Angeles wildfires generated Air Quality Index (AQI) readings that surpassed 200 in affected areas, indicating “very unhealthy” conditions. In some regions, particulate matter (PM2.5) concentrations reached 184.1 µg/m³, approximately 36 times the World Health Organization’s recommended annual guideline.

    While much-needed rain in Southern California over the Jan. 25-26 weekend helped improve air quality and slow the spread of remaining fires, new problems emerged with reports of mudflows carrying toxic ash that closed roads and created hazardous conditions.

    Health Risks

    Wildfires produce smoke, ash, and other toxic matter. While anyone in a wildfire zone is at risk of exposure to toxins during and after a fire, particularly vulnerable populations include those with outdoor occupations, the elderly, children, and people with respiratory ailments such as asthma.

    Beyond the physical impact of wildfires, detrimental effects on mental health are also significant. Fire victims and first responders often experience symptoms of anxiety, depression, post-traumatic stress disorder, and other conditions that can remain unresolved without appropriate mental health interventions.

    Most wildfire-related injuries and deaths are caused by smoke inhalation, lack of oxygen, and exposure to toxic fumes from burning materials such as plastic and vinyl. Potentially lethal components include:

    • Particles that can lodge in the lungs, irritate eyes, and affect respiratory and digestive systems
    • Toxic liquids, gases, and vapors that can be inhaled or absorbed through the skin

    Chemical irritants found in smoke include ammonia, carbon monoxide, chlorine, hydrogen chloride, hydrogen cyanide, phosgene, and sulfur dioxide. Carbon monoxide, hydrogen cyanide, and hydrogen sulfide are examples of chemicals produced in fires that interfere with the body’s use of oxygen at the cellular level. Heat is also a respiratory hazard. Superheated gases burn the respiratory tract and can be fatal.

    Although the ash in Los Angeles is not classified as a hazardous waste, public health officials say it may contain traces of lead, cadmium, nickel, and arsenic; asbestos; perfluorochemicals (from degradation of non-stick cookware, for example); flame retardants; and caustic materials.

    Exposure Prevention

    During and after wildfires, public health officials advise people with exposure risk to wear an N95 mask with two elastic straps. A tightly fitted mask with an N95 rating (N=not oil resistant) filters out 95 percent of particles that are at least 0.3 microns in diameter. An N95 mask does not provide protection against toxic gases. (For firefighters, refer to National Fire Protection Association Standard 1970 on Protective Ensembles for Structural and Proximity Firefighting, Work Apparel, Open-Circuit Self-Contained Breathing Apparatus (SCBA) for Emergency Services, and Personal Alert Safety Systems.)

    To help reduce exposure to toxins in the air:

    • As feasible, work indoors or limit outdoor exposure
    • Avoid strenuous activity and outdoor exercise
    • Keep windows and doors closed and use the air recirculation option in vehicles
    • If using an air conditioner, keep the fresh-air intake closed and clean the filter
    • Do not burn candles or light a fire in a fireplace or wood-burning stove
    • Check local air quality reports or visit AirNow.gov to avoid polluted areas

    Refer to this California Environmental Protection Agency fact sheet on Protecting Public Health from Home and Building Fire Ash for toxic ash exposure risk reduction recommendations.

    Symptoms and Response

    In a medical emergency, it’s imperative to follow workplace first-response protocols or call 911. In non-emergency situations, WorkCare occupational health providers recommend moving to a location with clean air and seeking medical advice. Where there is toxic smoke exposure risk, watch for the following signs and symptoms:

    • Loss of consciousness (medical emergency)
    • Nausea/vomiting
    • Shortness of breath
    • Chest tightness
    • Coughing with or without mucus
    • Burning sensation in the throat and/or lungs
    • Voice changes/hoarseness
    • Tingling sensations (may be related to oxygen deficiency)
    • Headache, dizziness, lightheadedness
    • Confusion or irritability
    • Burning sensation to the eyes, blurry vision, watery eyes

    To help relieve discomfort:

    • Increase fluid intake to the extent personal health allows
    • Use over-the-counter natural tears or eye drops for burning or watery eyes
    • Use an inhaler, as directed, for respiratory distress

    Fire victims with mental health challenges are encouraged to seek professional counseling, join support groups, and get a medical evaluation, as needed, for symptoms such as trouble sleeping, loss of appetite, low energy, agitation, or irritability. It’s important to access available resources, which may include employee assistance programs, mental health care covered by insurance, and free or low-cost services provided by local community mental health agencies.

    Taking Precautions

    The risks and impacts of wildfires are escalating nationwide, with the Los Angeles area wildfires serving as a stark reminder of their destructive power. The U.S. Fire Administration estimates that more than 60,000 communities in U.S. wildland urban interface areas have elevated fire risk, and authorities say that number is climbing.

    Corelogic reports in its 2024 analysis of wildfire hazards that embers blown from burning vegetation into urban zones are responsible for an estimated 90 percent of home ignitions caused by wildfire. The U.S. Environmental Protection Agency tracks the frequency, extent, and severity of wildfires. It reports that wildfires are starting more easily and burning at higher temperatures than they have in the past, in some cases creating super-heated conditions that make them harder to fight, especially in remote areas.

    Preparation is key. This may include clearing dead and dry brush and trees located close to buildings, participating in neighborhood and business area watch groups and cleanup programs, identifying escape routes, having a family-friends-co-workers contact plan that doesn’t rely on cell phones, and knowing what you will take in the event of an evacuation.

    As the Los Angeles wildfires have so dramatically demonstrated, fire combined with high winds, hot temperatures, low humidity, and tinder-dry conditions can result in a conflagration that quickly overwhelms public safety and firefighting resources. Being prepared and leaving at-risk areas before an evaluation order is given helps save lives and structures.

    WorkCare’s telehealth triage team is available 24/7 to provide non-emergency care guidance to employees in the event of work-related exposures to wildfire smoke, ash, and other potentially toxic materials. Our Wellness Solutions team assists firefighters and other first responders with all aspects of their occupational and personal health.

  • Keep Employees’ Reproductive Health in Mind

    Keep Employees’ Reproductive Health in Mind

    The American College of Obstetricians and Gynecologists marks Maternal Health Awareness Day annually on January 23. Research shows that efforts to reduce the risk of exposure to certain workplace reproductive health hazards help improve outcomes for employees and their offspring.

    According to the Occupational Safety and Health Administration (OSHA), reproductive health risks may be chemical, physical, or biological in nature. Potential routes of exposure include inhalation, ingestion, and/or skin absorption. In some cases, exposure to certain substances or agents may impair fetal development or cause a miscarriage.

    Some exposure risks are more apparent than others. For example, in a study of 144 women working in industrial settings who were or had been pregnant, workload intensity, high temperatures, strong odors, and shift work were found to be contributing factors in pregnancy and menstrual cycle disorders. A study of 733 women in healthcare occupations found that:

    • Exposure to solvents was a risk factor for stillbirth
    • Prolonged work shifts were associated with spontaneous abortion and disrupted breastfeeding
    • Job rank and socioeconomic status affected fertility

    Pregnant women experience exposure risks differently from their non-pregnant co-workers because of the changes that are occurring in their bodies. In a paper on the effects of work during pregnancy, researchers reported:

    • Prolonged standing or repetitious lifting may reduce blood flow to an expectant mother’s placenta, which can affect fetal growth and cause preterm delivery.
    • Women whose jobs involve medical care, childcare, or teaching have a higher-than-average risk for miscarriage and preterm birth because they are more likely to get a contagious illness like the flu while pregnant.
    • Pregnant women are susceptible to injuries from slips and falls as their balance shifts and ligaments and tendons relax in preparation for childbirth.
    What Can You Do?

    Here are some suggestions for employers:

    1. Comply with applicable OSHA injury and illness prevention standards and provisions of the Pregnancy Discrimination Act, Pregnant Workers Fairness Act, Family and Medical Leave Act, and other federal laws that are intended to help protect employee health and support families.
    2. Provide well-fitted, personal protective equipment for all employees when reproductive health and other exposure hazards are or may be present. This includes making PPE adjustments during pregnancy.
    3. Facilitate the use of reasonable job accommodations (e.g., flexible work hours, more frequent breaks, less physically demanding tasks), as needed, for women during pregnancy and while breastfeeding.
    4. When supervising women, bear in mind that their healthcare needs differ from men for complex reasons. There is not a one-size-first-all approach to injury prevention and wellness.
    5. Employees often cite job-related stress as a health concern. Take steps to address stress-inducing conditions by keeping lines of communication open, supporting personal autonomy, and setting reasonable expectations.
    6. When evaluating employees’ performance, follow your employer’s human resources policies and procedures and look for opportunities to avoid gender bias.

    Questions? Consult with WorkCare’s occupational health subject matter experts on maternal health exposure risks in your workplace and ways to help mitigate them. We’re here to help.

  • Why WorkCare Monitors DOT Medical Exam Quality 

    Why WorkCare Monitors DOT Medical Exam Quality 

    A first-of-its kind study on the accuracy of medical information recorded on a form used to determine whether a driver can safely operate a commercial motor vehicle and qualify for a Department of Transportation (DOT) card reveals discrepancies that appear to warrant a second look. 

    The mandatory Federal Motor Carrier Safety Administration (FMCSA) Medical Examination Report form features questions designed to collect commercial drivers’ medical histories and document their physical examination results. Researchers found “significant inconsistencies” during a retrospective quality review of 1,603 forms completed in 2019. (The current version of the FMCSA 5875 form was updated in 2023.) 

    For the study, researchers abstracted data from one national employer. The examinations were performed by providers in a national network of medical examiners certified by the FMCSA to perform DOT exams.  

    More than half (55.5 percent) of completed forms contained errors. Medical examiners incorrectly or incompletely populated the form in 30 percent of examinations. Drivers inconsistently filled out their health history 38.7 percent of the time, including unanswered questions, inconsistent responses, or lack of necessary elaboration for positive responses.  

    The forms were reviewed by three FMCSA-registered medical examiners with board-certification in occupational medicine who were retained as corporate medical directors. The corporate physicians reviewed forms for completeness and documented their personal agreement or disagreement with findings based on The DOT Medical Examination: A Guide to Commercial Drivers’ Medical Certification, 6th Edition (2017). Strong disagreement could prompt a recommendation to restrict an employee’s operation of company vehicles.  

    What Does This Mean for Employers? 

    While the study was confined to the experience of a single national entity, the findings suggest that it’s advisable for any company that employs commercial motor vehicle operators to monitor the quality of medical exam findings. “This study precisely illustrates the reason why WorkCare provides oversight of DOT exams for our clients,” said Fred Kohanna, M.D., M.B.A., vice president of WorkCare’s medical screening business division. “When we see these errors on DOT exam forms, we get them corrected by the provider, or we fill in the missing information after speaking with the provider or the employee as part of our review process.” 

    A DOT card is typically valid for up to two years. Commercial drivers with certain medical conditions, such as high blood pressure or diabetes, may be issued a card with a shorter validity period and require more frequent monitoring. According to the study’s authors, medical exams require attention to detail on the part of both examiners and drivers. “Continued research, education, and regulation are needed to decrease inconsistencies and omissions in DOT certification documentation, and ultimately to understand and reduce the risks posed to drivers and society by virtue of these errors,” they concluded. 

    Medical monitoring helps save lives and reduce the risk of property damage, injuries, and related legal liability costs in the event of an accident. WorkCare facilitates timely scheduling of physical exams with qualified providers so drivers can promptly obtain or renew their DOT cards. WorkCare reviewers are on the lookout for findings that require follow-up to correct errors or omissions, or that warrant another medical opinion as part part of our mission to protect and promote employee health.

    Reference: Retrospective quality review of Department of Transportation (DOT) commercial drivers’ medical examination forms; M. Starchook-Moore, et. al; American Journal of Industrial Medicine, Vol. 67, Issue 12, September 2024; published by Wiley. 

  • Helping Employees Counteract Post-Holiday Blues 

    Helping Employees Counteract Post-Holiday Blues 

    While the start of a new year presents opportunities for a fresh start, it can also be a trigger for feelings of inadequacy. 

    Many employees feel blue after the holiday season draws to a close. Time constraints, financial pressures, and social demands that increased stress levels during the holiday season may linger. Meanwhile, in the winter months when it gets dark early and it’s cold outside, symptoms of stress-induced anxiety or depression can become more pronounced.  

    10 Tips

    Here are 10 tips to help employees manage post-holiday low moods:

    1. Get exposure to sunlight or a light therapy lamp. 
    2. Spend time outdoors or bring nature indoors. 
    3. Dress in layers and take precautions in extreme cold. 
    4. Remain socially connected without overcommitting. 
    5. Start or maintain a consistent exercise routine. 
    6. Eat a heathy diet to support your immune system. 
    7. Limit consumption of alcohol, a depressive substance.  
    8. Follow a consistent sleep schedule in a quiet place. 
    9. Occupy your mind with activities you enjoy. 
    10. Create a budget and stick to it to reduce stress. 
    Expectations 

    In daily life, expectations are often not clearly articulated. In the workplace, a lack of understanding about what an employee is expected to do within a specific timeframe and what the consequences will be if those expectations are not met can have a detrimental effect on productivity and morale. 

    Fear, negative self-talk, anger, social isolation, and eating disorders are examples of unhealthy responses to unrealistic expectations. It helps to clearly identify what can reasonably be accomplished and discuss ways to alleviate stress-inducing expectations with all stakeholders. Workplace supervisors who are receptive to employee suggestions on ways to improve processes and promote job satisfaction often see favorable results. 

    For people who tend to ruminate (obsessively dwell on problems without finding solutions), experts recommend deep breathing and other mindfulness techniques that encourage staying present in the moment rather than fretting about the past or worrying about the future. When a nagging issue is resolved, it can be crossed off the list. Even taking a small step toward solving a problem helps relieve stress.  

    Important Reminder 

    A mental health professional should be consulted for persistent symptoms of anxiety or depression such as rapid heart rate, irritability, fatigue, sleep loss, poor appetite, inability to concentrate, sadness, or suicidal thoughts. Referral to an employee assistance program or another behavioral health resource is a way for employers to support employees’ overall well-being. A qualified professional can evaluate symptoms and recommend solutions to help relieve them.  

    WorkCare’s Prevention + Wellness team has workplace resources for stress management across eight dimensions of wellness. Contact sales@workcare.com to learn more.